Abstract:

A method for facilitating in assessing transitional costs in business
transformations using a computer-aided organizational design system is
provided. The method comprises creating a first organization design model
representative of the current organizational design state of an
organization using a graphical tool. The method further comprises
changing the first organization design model into a second organization
design model representative of the organizational design state of the
organization after the business transformation. The method further
comprises generating a report identifying the transition cost factors and
the transition cost of moving from the first organization design model to
the second organization design model, wherein the transition cost is
determined based on predetermined calculation algorithms or heuristics.

Claims:

1. A method for facilitating in assessing transitional costs in business
transformations using a computer-aided organizational design system, the
method comprising:creating a first organization design model
representative of the current organization design state of an
organization using a graphical tool identifying a first plurality of
roles and the relationships among the first plurality of roles with
respect to each other and at least one of a first plurality of tasks
respectively designated to each of the first plurality of roles, each of
the first plurality of tasks having at least one of a first plurality of
tools is configured to correspondingly perform one of the first plurality
of tasks;changing the first plurality of roles in the first organization
design model to a second plurality of roles by adding another role,
combining or splitting one or more of the first plurality of roles, or
both, in the first organization design model and changing the first
plurality of tasks to a second plurality of tasks by designating another
task, eliminating one or more of the first plurality of tasks, or both in
the first organization design model forming a second organization design
model, one or more of the second plurality of tasks is correspondingly
designated to one of the second plurality of roles; andgenerating a
report identifying at least one of a second plurality of tools having a
skill level necessary for each of the second plurality of roles to
correspondingly perform one or more of the second plurality of tasks
designated for each of the second plurality of roles, identifying the
relationships among the second plurality of roles, and identifying a
transition cost for each of the second plurality of roles when moving
from the first organization design model to the second organization
design model, the transition cost is determined based on predetermined
calculation algorithms or heuristics.

2. The method as in claim 1, wherein the transition cost identifies
educational needs, training needs, collaboration needs, or a combination
thereof necessary for each person assuming each of the second plurality
of roles to acquire.

3. The method as in claim 2, wherein the transition cost further
identifies an estimated period of time necessary for each of the second
plurality of roles to reach the skill level necessary for each of the
second plurality of roles to correspondingly perform one or more of the
second plurality of tasks designated for each of the second plurality of
roles.

4. The method as in claim 1, wherein the second organization design model
is representative of the organization design state of the organization
when the first organization design model is customized.

5. A computer-aided organizational design system for facilitating in
assessing transitional costs in business transformations, the system
comprising:a computer readable medium having a computer program
configured to create a first organization design model representative of
the current organization design state of an organization using a
graphical tool identifying a first plurality of roles and the
relationships among the first plurality of roles with respect to each
other and at least one of a first plurality of tasks respectively
designated to each of the first plurality of roles, each of the first
plurality of tasks having at least one of a first plurality of tools is
configured to correspondingly perform one of the first plurality of
tasks; change the first plurality of roles in the first organization
design model to a second plurality of roles by adding another role,
combining or splitting one or more of the first plurality of roles, or
both, in the first organization design model and changing the first
plurality of tasks to a second plurality of tasks by designating another
task, eliminating one or more of the first plurality of tasks, or both in
the first organization design model forming a second organization design
model, one or more of the second plurality of tasks is correspondingly
designated to one of the second plurality of roles; and generate a report
identifying at least one of a second plurality of tools having a skill
level necessary for each of the second plurality of roles to
correspondingly perform one or more of the second plurality of tasks
designated for each of the second plurality of roles, identifying the
relationships among the second plurality of roles, and identifying a
transition cost for each of the second plurality of roles when moving
from the first organization design model to the second organization
design model, the transition cost is determined based on predetermined
calculation algorithms or heuristics.

6. The system as in claim 5, wherein the transition cost identifies
educational needs, training needs, collaboration needs, or a combination
thereof necessary for each person assuming each of the second plurality
of roles to acquire.

7. The system as in claim 6, wherein the transition cost further
identifies an estimated period of time necessary for each of the second
plurality of roles to reach the skill level necessary for each of the
second plurality of roles to correspondingly perform one or more of the
second plurality of tasks designated for each of the second plurality of
roles.

8. The system as in claim 5, wherein the second organization design model
is representative of the organization design state of the organization
when the first organization design model is customized.

Description:

BACKGROUND OF THE INVENTION

[0001]1. Field of the Invention

[0002]This invention relates to a computer-aided organizational design
system, and particularly to a method for facilitating in assessing
transitional costs in business transformations.

[0003]2. Description of Background

[0004]Organizations undertaking business transformation evolve from one
organization state to another. Costs incurred during the transitions, if
not properly managed, can offset the financial benefits gained or even
fail the business transformation. One significant cost factor is staffing
and skill requirements. This is due to the fact that transitions often
lead to retraining staff, recruiting new skills, acquiring software for
collaboration, etc. To ensure the financial benefits and return of
investment, organizations need to estimate the transition costs in people
dimension before embarking on business transformation. Software providers
also need to assess the transition costs in client organizations in order
to deliver solutions that enable the clients to complete the business
transformation.

[0005]Methods or solutions have been considered in measuring the
transition costs in such business transformations. For example, Business
Process Management (BPM) emerged as a discipline when organizations were
focused on business process management and improvement. There are BPM
processes and tools that measure the impacts of process changes on
process outcomes, system performance, resource utilization, etc., but
give little consideration for how staff members will be affected in terms
of the changes in skill requirements, people collaboration, task
assignments, etc. As a result, these methods or solutions overlook this
significant `hidden cost` and cannot guarantee the business will get the
desired value after the transformations.

SUMMARY OF THE INVENTION

[0006]The shortcomings of the prior art are overcome and additional
advantages are provided through the provision of a method for
facilitating in assessing transitional costs in business transformations
using a computer-aided organizational design system, the method
comprising: creating a first organization design model representative of
the current organizational design state of an organization using a
graphical tool identifying a first plurality of roles and the
relationships among the first plurality of roles with respect to each
other and at least one of a first plurality of tasks respectively
designated to each of the first plurality of roles, each of the first
plurality of tasks having at least one of a first plurality of tools is
configured to correspondingly perform one of the first plurality of
tasks; changing the first plurality of roles in the first organization
design model to a second plurality of roles by adding another role,
combining or splitting one or more of the first plurality of roles, or
both, in the first organization design model and changing the first
plurality of tasks to a second plurality of tasks by designating another
task, combining or splitting one or more of the first plurality of tasks,
or both in the first organization design model forming a second
organization design model, one or more of the second plurality of tasks
is correspondingly designated to one of the second plurality of roles;
and generating a report identifying at least one of a second plurality of
tools having a skill level necessary for each of the second plurality of
roles to correspondingly perform one or more of the second plurality of
tasks designated for each of the second plurality of roles, identifying
the relationships among the second plurality of roles, and identifying a
transition cost for each of the second plurality of roles when moving
from the first organization design model to the second organization
design model, the transition cost is determined based on predetermined
calculation algorithms or heuristics.

[0007]The shortcomings of the prior art are overcome and additional
advantages are provided through the provision of a computer-aided
organizational design system for facilitating in assessing transitional
costs in business transformations, the system comprising: a computer
readable medium having a computer program configured to create a first
organization design model representative of the current organizational
design state of an organization using a graphical tool identifying a
first plurality of roles and the relationships among the first plurality
of roles with respect to each other and at least one of a first plurality
of tasks respectively designated to each of the first plurality of roles,
each of the first plurality of tasks having at least one of a first
plurality of tools is configured to correspondingly perform one of the
first plurality of tasks; change the first plurality of roles in the
first organization design model to a second plurality of roles by adding
another role, combining or splitting one or more of the first plurality
of roles, or both, in the first organization design model and changing
the first plurality of tasks to a second plurality of tasks by
designating another task, eliminating one or more of the first plurality
of tasks, or both in the first organization design model forming a second
organization design model, one or more of the second plurality of tasks
is correspondingly designated to one of the second plurality of roles;
and generate a report identifying at least one of a second plurality of
tools having a skill level necessary for each of the second plurality of
roles to correspondingly perform one or more of the second plurality of
tasks designated for each of the second plurality of roles, identifying
the relationships among the second plurality of roles, and identifying a
transition cost for each of the second plurality of roles when moving
from the first organization design model to the second organization
design model, the transition cost is determined based on predetermined
calculation algorithms or heuristics.

[0008]System and computer program products corresponding to the
above-summarized methods are also described and claimed herein.

[0009]Additional features and advantages are realized through the
techniques of the present invention. Other embodiments and aspects of the
invention are described in detail herein and are considered a part of the
claimed invention. For a better understanding of the invention with
advantages and features, refer to the description and to the drawings.

TECHNICAL EFFECTS

[0010]As a result of the summarized invention, technically we have
achieved a solution for facilitating in assessing transitional costs in
business transformations using a computer-aided organizational design
system.

BRIEF DESCRIPTION OF THE DRAWINGS

[0011]The subject matter which is regarded as the invention is
particularly pointed out and distinctly claimed in the claims at the
conclusion of the specification. The foregoing and other objects,
features, and advantages of the invention are apparent from the following
detailed description taken in conjunction with the accompanying drawings
in which:

[0012]FIG. 1 illustrates a design flow diagram of a computer-aided
organizational design system in accordance with one exemplary embodiment
of the present invention;

[0013]FIG. 2 is an exemplary screen shot of an organization design model
in accordance with one embodiment of the present invention;

[0014]FIG. 3 is an exemplary diagram of a first organization design model
representative of the organization design state of an organization before
a business transition on the left-hand side of the exemplary diagram and
of a second organization design model representative of the state of the
organization after the business transition on the right-hand side of the
exemplary diagram in accordance with one exemplary embodiment of the
present invention;

[0015]FIG. 4 is an exemplary diagram of the first organization design
model representative of the organization design state of the organization
before the business transition on the left-hand side of the exemplary
diagram and of the second organization design model representative of the
organization design state of the organization after the business
transition on the right-hand side of the exemplary diagram in accordance
with one exemplary embodiment of the present invention;

[0016]FIG. 5 is an exemplary table of an assessment report in accordance
with one exemplary embodiment of the present invention;

[0017]FIG. 6 is an exemplary screen shot of a transition cost factor
report in accordance with one exemplary embodiment of the present
invention; and

[0018]FIG. 7 is a flow-chart diagram that provides a method for
facilitating in assessing transitional cost in organizational
transformations in accordance with one exemplary embodiment of the
present invention.

[0019]The detailed description explains the preferred embodiments of the
invention, together with advantages and features, by way of example with
reference to the drawings.

DETAILED DESCRIPTION OF THE INVENTION

[0020]Exemplary embodiments of a computer-aided organizational design
system and a method of using the same in accordance with the present
invention will now be described with reference to the drawings. The
exemplary embodiment of a computer-aided organization design system
described herein is configured to create a first organization design
model representative of the current state of an organization using a
graphical tool identifying a first plurality of roles and the
relationships among the first plurality of roles with respect to each
other and at least one of a first plurality of tasks respectively
designated to each of the first plurality of roles, where each of the
first plurality of tasks having at least one of a first plurality of
tools is configured to correspondingly perform one of the first plurality
of tasks. The exemplary embodiment of a computer-aided organizational
design system described herein is further configured to change the first
plurality of roles in the first organization design model to a second
plurality of roles by adding another role, eliminating one or more of the
first plurality of roles, or both, in the first organization design model
and changing the first plurality of tasks to a second plurality of tasks
by designating another task, combining or splitting one or more of the
first plurality of tasks, or both in the first organization design model
forming a second organization design model, where one or more of the
second plurality of tasks is correspondingly designated to one of the
second plurality of roles. The exemplary embodiment of a computer-aided
organizational design system described herein is further configured to
generate a report identifying at least one of a second plurality of tools
having a skill level necessary for each of the second plurality of roles
to correspondingly perform one or more of the second plurality of tasks
designated for each of the second plurality of roles, identifying the
relationships among the second plurality of roles, and identifying a
transition cost for each of the second plurality of roles when moving
from the first organization design model to the second organization
design model, the transition cost is determined based on predetermined
calculation algorithms or heuristics.

[0021]The inventors herein have recognized that in business transformation
an organization changes its organizational design continuously. The
changes can happen at different levels and in various aspects within the
organization. The changes with the largest impacts on the people working
in the organization are those related to user roles and tasks. For
example, an organization change may lead to elimination of roles,
combination of roles, and task (responsibilities) transfer across roles.
The inventors herein have further recognized that changing an
organizational design from one state to another may require more or less
software tools and licenses, training people to acquire the right skills
and skill levels, and additional communication setup for the desired
collaboration between people. As such, the inventors herein have
recognized that having a computer-aided organizational design system that
uses an organization design model to capture organization designs and the
successive organizational design changes facilitates in assessing
transitional costs in business transformations, which will described in
more detail below.

[0022]FIG. 1 is a design flow diagram of a computer-aided organizational
design system 100 for automated object modeling according to one
embodiment of the present invention. The system 100 includes a design
modeling database 102, a graphical editor tool 104, an assessment report
generator 106, and a processor 108. In one exemplary embodiment,
processor 108 is a conventional computer system configured for a user
(e.g., a project manager within the organization) to operate, access
modeling database 102, create organization design models representing the
state of a client organization both before and after a business
transformation or transition by using graphical editor tool 104 and view
the same via a display screen (not shown) of the processor 108, and view
assessment reports generated by assessment report generator 106.

[0023]In accordance with one embodiment, the design-modeling database 102
includes several tools for object modeling the organization design state
of an organization or business. Generally speaking, modeling database 102
is a conventional organization-modeling database for use in graphically
illustrating the state of an organization. In one embodiment, the
design-modeling database 102 includes various graphical objects for
modeling and representing the state of an organization. In one
embodiment, the design-modeling database 102 includes a set of
conventional building objects for graphically representing the state of
an organization through an organization design model using graphical
editor tool 104 in accordance with one embodiment.

[0024]In accordance with one exemplary embodiment, graphical editor tool
104 is configured to create an organization design model representative
of the state of an organization. A user creates an organization design
model to show various aspects in an organization using object modeling.
In one non-limiting embodiment, the system 100 is configured to create an
organization design model using a standardized specification language for
object modeling, such as Unified Modeling Language (UML).

[0025]An exemplary screen shot of an organization design model using
graphical editor tool 104 in accordance with one embodiment of the
present invention is illustrated in FIG. 2. As shown in this exemplary
screen shot, graphical editor tool 104 includes a palette feature 120 for
creating the organization design model. The palette feature 120 includes
modeling features supplied from the design-modeling database 102 for
creating user roles, tasks, and tools used to perform the tasks, which
together may represent the state of the organization. The user roles,
tasks, and tools (responsibilities) are sufficiently augmented with
required skills and skill levels. As such, changing the user roles,
tasks, and tools reveals the kind of skills and skill levels that are
required or not required after the organizational change. Similarly, the
change information from role-to-role and task-to-task relations will
reveal what kinds of people collaboration are required after the
transition, which leads to the understanding of what tools (e.g.,
software tools) are appropriate for communication and collaboration. The
user may create an organization design model before and after a business
transformation.

[0026]When creating the organization design model before the business
transformation using graphical editor tool 104, the user may select the
various user roles representative of the current roles in the
organization (e.g., marketing analyst, pricing analyst, etc.) and one or
more tasks designated for each of the selected user roles. The tasks are
representative of the responsibilities held for each user role. For
example, a user role being a pricing analyst for the organization is
designated the task of viewing the product item as shown in the model
diagram in FIG. 2. Each of the tasks selected by the user has one or more
associated tools (e.g., software tool) necessary for performing the
corresponding tasks. For example, in order for a pricing analyst to view
product items, a software program for viewing the product items needs to
be available to the person assigned to the user role. In one embodiment,
each of the associated tools is considered a skill to perform the
corresponding tasks that has an associated skill level for proficiently
using or implementing the associated tool. For example, using the example
above, the pricing analyst (user role) needing to use the software
program (tool) to view product items (task) needs to have a sufficient
skill level to use the software program in a manner commensurate with the
organization. The user may also show the relationships among the roles in
the organization by using a feature of the graphical editor tool, such as
a task flow arrow as shown.

[0027]With the graphical editor tool 104, the user may change the
organization design model view to simulate the transition the
organization will go through. In one non-limiting embodiment, the user
customizes the organization design model using a drag-and-drop operation
to change the user roles, tasks, and their relationships with one
another. For example, an object box representing the task of viewing
product items designated to the pricing analyst can be dragged under a
different user role, such as the marketing analyst. In one embodiment,
the relationship or task flow is updated automatically once the user
customizes the organization design model. In one embodiment, the system
100 automates the correlation of the changes in user roles, tasks, and
tools, together with the changes in skills, skill levels, and
collaboration needs. In other words, the system 100 shows the potential
impact of the transition on the staff in the organization once the user
customizes the organization design model of FIG. 2.

[0028]Now referring to FIGS. 3 and 4 an exemplary diagram of an
organizational design model representative of the state of the
organization before and after the business transition is illustrated
using simplified objects in accordance with one exemplary embodiment of
the present invention. For simplistic purposes, the organization design
model shown in FIG. 3 does not specify the specific user role, task, or
tool; however, can be any specific role, task, or tool representative of
the organization design state of the organization. Furthermore, only one
task and one tool is designated to each role; however, it should be
understood that more than one task and more than one tool can be
designated to each role accordingly based on the organization design of
the organization and should not be limited to the configuration as shown.
As shown, the user may select various user roles, such as role A, role B,
and role C to represent the roles within the organization using object
modeling features provided by graphical editor tool 104. The user
designates each role a respective task. In this example, task 1, task 2,
and task 3 are designated to role A, role B, and role C respectively. The
user also designates a tool for performing such task. In one embodiment,
the tool is designated automatically by system 100. In this example, tool
X, tool Y, and tool Z is designated to task 1, task 2, and task 3
respectively. Consequently, an organization design model before the
business transformation is formed and depicted in FIG. 3 as
Organizational Design 1. Once the current state of the organization is
modeled, the user may make changes to the roles and tasks to resemble the
business transformation. In this example, the user removed role B and has
added the task of role B to role A, thereby designating role A to use
both tool X and tool Y. The organization design model after the business
transformation is formed is depicted in FIG. 3 as Organizational Design
2. The impact of the business transformation on the staff assuming the
roles is illustrated in FIG. 4. As a result of the transition, role A and
role C need to interact with one another. Role A needs the skills of tool
Y to perform task 2 as shown. Consideration needs to be given to
facilitate the collaboration between role A and role C. Moreover, tool Z
designated for use by role C is eliminated and replaced by tool W. Thus,
role C needs to obtain the skills of tool W. In effect, the user may
effective visualize the factors for moving the organization from one
state to another using graphical editor tool 104.

[0029]The user may assign a number of people to each role using graphical
editor tool 104. Once a number of people are assigned to each role, a
transition cost is calculated based on cost calculation algorithms or
heuristics by processor 108 in accordance with one non-limiting
embodiment. For example, after the business transition a role may be
required to perform a new task, which requires new skills. The cost for
providing training and education to the staff members who are assuming
the roles and amount of time for those employees to reach to the required
proficiency level will contribute to the transition cost. If the
organization chooses to hire someone who already possesses the required
proficiency level, the recruiting expenses and the new resource cost will
be a main factor in the transition cost.

[0030]In accordance with one embodiment, assessment report generator 106
can generate a report in the form of a table. FIG. 5 illustrates an
exemplary table of the assessment report for the transition in FIG. 3,
assuming the organization has no new recruits after the transition. Of
course, the table shown in FIG. 5 is exemplary in nature and will change
depending on the changes made by the user and the current state of the
organization. The assessment report comprises the roles defined in the
organization, the changes in the roles after the transition, the
transition cost factors, and the transition cost or estimate when the
transition cost factors are considered. For example, since role A now has
been designated task 2, the person assigned to role A now has to acquire
the skills to use tool Y (transition cost factor), which will require
training for a number of days to reach the proficiency level required to
use tool Y (transition estimate or cost).

[0031]In accordance with one embodiment, assessment report generator 106
can generate a separate report illustrating the transition cost factors
in the form of a diagram in order for the organization to plan
accordingly. FIG. 6 illustrates an exemplary screen shot of a transition
cost factor report in accordance with one exemplary embodiment of the
present invention. It is contemplated that a report on the transition
cost for a particular transition can also be generated in accordance with
one embodiment.

[0032]In accordance with an exemplary embodiment of the present invention,
an exemplary method for facilitating in assessing transitional costs in
business transformations is provided and illustrated in FIG. 7. In this
exemplary method, a user operates the computer-aided organizational
design system at block 200. Then, the user creates a first organizational
design model using the graphical tool at block 202. The first
organization design model is representative of the current organization
design state of the organization and identifies a first plurality of
roles and the relationships among the first plurality of roles with
respect to each other and at least one of a first plurality of tasks
respectively designated to each of the first plurality of roles, where
each of the first plurality of tasks having at least one of a first
plurality of tools is configured to correspondingly perform one of the
first plurality of tasks. Next, at block 204, the user changes the first
plurality of roles in the first organization design model to a second
plurality of roles and changes the first plurality of tasks to a second
plurality of tasks forming a second organization design model. This is
accomplished by adding another role, eliminating one or more of the first
plurality of roles, or both, in the first organization design model and
designating another task, combining or splitting one or more of the first
plurality of tasks, or both in the first organization design model. In
one embodiment, one or more of the second plurality of tasks is
correspondingly designated to one of the second plurality of roles. At
block 206, generate a report using assessment report generator. The
report identifies at least one of a second plurality of tools having a
skill level necessary for each of the second plurality of roles to
correspondingly perform one or more of the second plurality of tasks
designated for each of the second plurality of roles. The report further
identifies the relationships among the second plurality of roles. The
report further identifies a transition cost for each of the second
plurality of roles when moving from the first organization design model
to the second organization design model, where the transition cost is
determined based on predetermined calculation algorithms or heuristics.
If the user is not satisfied with the transition cost at block 208, then
the user may further customize the first organization design model either
to reduce cost or have more changes or otherwise.

[0033]Advantageously, exemplary embodiments of the present invention
provides a quick and effective way to visualize the costs or cost factors
for moving an organization from one state to another, and, therefore,
assist business executives and managers in making decisions for business
transformation as well as planning the transitions. Exemplary embodiments
of the present invention allow a user to specify role-to-people relations
including cardinality. Exemplary embodiments of the present invention
advantageously keeps track of the changes and provides a report on the
transition cost factors for a particular transition and also a report on
the transition costs after consideration of the transition cost factors
have been made.

[0034]It is contemplated that exemplary embodiments of the present
invention can be extended to provide a number of cost calculation
algorithms and allow users to provide further inputs to create a
fine-grained transition cost report or assessment report of the business
transformation.

[0035]The capabilities of the present invention can be implemented in
software, firmware, hardware or some combination thereof.

[0036]As one example, one or more aspects of the present invention can be
included in an article of manufacture (e.g., one or more computer program
products) having, for instance, computer usable media. The media has
embodied therein, for instance, computer readable program code means for
providing and facilitating the capabilities of the present invention. The
article of manufacture can be included as a part of a computer system or
sold separately.

[0037]Additionally, at least one program storage device readable by a
machine, tangibly embodying at least one program of instructions
executable by the machine to perform the capabilities of the present
invention can be provided.

[0038]The flow diagrams depicted herein are just examples. There may be
many variations to these diagrams or the steps (or operations) described
therein without departing from the spirit of the invention. For instance,
the steps may be performed in a differing order, or steps may be added,
deleted or modified. All of these variations are considered a part of the
claimed invention.

[0039]While the preferred embodiment to the invention has been described,
it will be understood that those skilled in the art, both now and in the
future, may make various improvements and enhancements which fall within
the scope of the claims which follow. These claims should be construed to
maintain the proper protection for the invention first described.